POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

THE CORRELATION OF SALARY ON FILIPINO WORKER’S PERFORMANCE IN

SELECTED CHINESE SMALL ENTERPRISE IN BINONDO, MANILA

Calanoc, Kent

Domingo, Nic Audrei

Gayol, Charlotte

Marcos, Stephen Victor

Nepomuceno, Jehan

Salazar, Chester

Silos, Jan Marrie

Taran, Christoper

Tuando, Michelle Grace

 CHAPTER I

INTRODUCTION

China has been one of the crucial drivers of this trend. Its transformation into a

powerhouse of trade has helped to lift a huge population into the middle class, creating

massive market opportunities. It is undertaking a massive project to upgrade the skills of

its vast workforce as its working-age population declines and the world grows more digital.

As the economy shifts toward a productivity and innovation-driven model, labor market

restructuring is inevitable, potentially creating the need to redeploy hundreds of millions

of workers (McKinsey,2016). China shipped US$2.294 trillion worth of products around

the globe in 2018 according to the latest statistics reported by the International Trade

Centre.

According to (Workman, 202), China shipped US$2.294 trillion worth of products

around the globe in 2018 according to the latest statistics reported by the International

Trade Centre. One of the China’s Top Trading Partners is America. China is the top of

developing country and USA is the top of developed country. As eloquently stated by

(J.Child et. al, 2003) on “Culture and Management in China”, China has been shaped by

its history and that in turn modern Chinese management has been sprung from deep

cultural roots, whatever the economic and institutional changes of the last half-century.

As studied by (Peters B. Hiring a competent, well educated, English speaking

Chinese or Taiwanese employee seems to play an important role in helping the

entrepreneur to start up the company by acquiring needed information, applying for

business licenses, establishing contacts, hiring the first employees and gaining access to
Chinese networks. Remarkably three out of five of the respondents on the study had help

from this kind of employee and the employee was found within the network of non-

Chinese business people. The other two respondents on the study. mentioned the

importance of hiring such an employee. The study concluded that it is suggested to refer

the competent, high educated, English speaking Chinese or Taiwanese as; the first

employee in any type of business owned by the Chinese.

Most of the big companies here in the Philippines are foreign entities especially

Chinese. Filipinos prefer working in this big companies that’s why the income of many

small businesses that is owned by a Filipino is not raising. Under the Foreign Investments

Act of 1991 (“FIA”), a foreign investor has generally allowed to own 100% of any local

business enterprise. However, the Philippine Constitution and certain statutes provide

some limitations as to the extent to which foreigners can own and operate businesses in

the Philippines. The Philippines has been traditionally known to restrict foreign ownership

of companies to 40% of total equity only, with 60% equity reserved for citizens.

BDO is the biggest company here in the Philippines and it is owned by a Chinese

businessman. There are so many foreign businesses that our government are letting

them in our country because they are increasing the country’s economy as well as the

employment rate. The unemployment rate in the Philippines dropped to the lowest on

record of 4.5 percent in the December quarter 2019 from 5.1 percent in the corresponding

period the prior year. The number of unemployed persons fell by 0.15 thousand to 2.05

million, while the number of employed grew by 1.8 thousand to 43.15 million. The Filipino

workers that experience difficulty in finding a job is being forced to work on small Chinese

edifices that gives low salaries.

 Most Chinese edifices in the Philippines are found in Manila. One of the most

famous Chinese entities here in Manila are Lucky Chinatown, Tutuban, 168, and Wan

Chai restaurant. A lot of small businesses that is owned by Chinese are found in Binondo

and most of these businesses are illegal. This is the main reason why Filipino workers

are being paid lower than the minimum wage that cost 537.00 PHP/day. They are mostly

paid 250 PHP/day or lower that’s why they experience shortage of money and a lot of

unpaid debt.

This study aims if the salaries has an impact on the employee’s performance in

selected Chinese Edifice Binondo Manila. A recent study comparing how minimum wages

in 52 countries cover just the basic nutritional requirements placed the Philippines in the

51st spot, only better off than Nigeria. According to the rankings, Australia, Ireland and

the United Kingdom were countries where the minimum wages were the most favorable.

Since Jan. 25, 2018, the lowest minimum wage in the Philippines was equivalent to

P5,376 a month. This kind of salary is not enough to feed a family that has normally 4

members.

THE PROBLEM AND ITS BACKGROUND

The arrival of Spaniards from the late 16th century opened economic opportunities

which stimulated Chinese immigration to the Philippines in much greater volume than

ever before. In 1850, 92% of Chinese were in Manila area; 40 years later only 60% were

located and the rest were scattered over all provinces of the Philippines. In 1839 the

government issued a decree granting them freedom of occupation and residence.

Chinese remained concentrated in towns around Manila, particularly Binondo and Santa

Cruz.
 Chinese business in the Philippines is one of the most prominent and influential

treasures of history. Even before Spain invaded the Philippines, China already made its

mark in the Philippines for trade and barter. The trade became the primary reason for the

existence of the Philippines.

Aside from WWII another incident that halted the trade relation between China and

the Philippines was when the Chinese Communist Party captured political power in China

on October 1, 1949. During this time countries surrounding China had one common fear,

the spread of communism. Due to this fear the Philippines instituted anti-Communist

policies in the same year. During this time, as well the Philippines entered into agreement

with the US in the form of the Laurel-Langley agreement. The economic relations between

these two countries resumed when President Ferdinand Marcos came to power. During

this time the Laurel-Langley agreement is about to expire, and one of the main programs

of President Marcos was to review and restart Philippine Foreign Policy. Coupled with the

above-mentioned situations and the oil crisis of 1973 President Marcos already saw the

great potential of the socialist countries as a new market and wider scope of economic

possibilities. To further enunciate this move he in 1966 President Marcos lifted the travel

ban on Philippine citizens to socialist countries. He argued before Congress that the lifting

of the travel ban would make some of our countrymen who travelled to Russia and China,

“a bit wiser”:

The former president of the Philippines Gloria Macapagal-Arroyo supported the

Chinese businessmen to come in the Philippines. "We want you to know the Philippine

business climate demonstrated, our business climate is very, very welcoming for your

business plans without restriction." Thus, China’s corporations make business decisions
not based on what the political leaders of China say but on calculations of where it is

profitability go. Apparently, here to speak not only to the officialdom of China but also to

the business community of China. One of the Philippines’ traditional exports to China that

benefit most from these developments is tropical fruits. Philippine fruits are expected to

become more affordable and accessible to a wider span of Chinese consumers. I was

told earlier this year that when China enters WTO, all the rest of the world will collapse

and that there’s nothing we can sell to China because China can produce everything we

can sell. Not so, because China is above 20 degrees latitude from the equator and there

are tropical fruits that we produce below the 20 degrees latitude that we can sell to China.

So therefore, unlike many other countries who think that their economy will die because

China is entering WTO, we the Filipinos congratulate China and hope that we can do

more business with each other because you’re entering WTO.

In 2011, the speech of President Benigno Aquino III, he talked about the

investment of Chinese in the Philippines is getting larger that boost our country's

agricultural production so he welcome the investment of Chinese. He said that this plan

is already unfolding. The results are encouraging. Our stock markets have hit all-time

highs seven times since my administration took office. My country has received four credit

ratings upgrades in over a little more than a year—this compared to only one upgrade

and six downgrades in the previous nine years. We are also well on target with our social

service commitments, and were able to fund even more projects without raising taxes in

the past year. We are confident that the positive trend will be carried forward and onwards

through our Public-Private Partnership Programs, increase in foreign direct investments,

and improved industry competitiveness. In fact, some Chinese companies have already
seen this potential and have chosen to work with our Public Works and Highways

Department on some projects. With your technology and cost-efficient machinery and

equipment, China could very well be an even larger source of investments for the

Philippines to boost our country’s agricultural production and processing capabilities,

energy sourcing, and infrastructure projects.

In 2019, the current President Duterte said to the china that he’ll make greedy

officials swallow money. The Chinese investment in the Philippines is a huge jump from

576M yuan to 48.7B yuan. President Duterte isn’t open just to Chinese workers but he

open to Chinese contractors, real estate developers, gamblers, etc. "In the trade and

investment area, the fact that we are bringing a lot of our business people to China, that's

a very clear signal of the direction that we are taking in terms of carrying out our bilateral

relations with China now. We can now see by this the importance we are giving to our

trade and commercial ties with China," Jose said. Aside from the government-to-

government MOUs [Memoranda of Understanding] and MOAs [Memoranda of

Agreement], there will be a lot, and I mean a lot, of business contracts that will be signed.

He said these private contracts will cover many areas including energy, infrastructure,

and tourism infrastructure. Those are the areas that the Chinese side is very interested

to invest in in the Philippines and do business in with the Filipino counterparts.

Attracting more Chinese investments to the Philippines may help address the

current imbalance in bilateral investments. There are more Philippine investments in

China than Chinese investments in the Philippines.

THEORETICAL FRAMEWORK

Reinforcement and Expectancy Theory Lawler, Porter, and Vroom (1970) states

the relationship of employee behavior and their goals. The theory postulates that a

response followed by a reward is likely to be repeated. The implication of getting high

performance of the employees is followed by a monetary reward. This theory emphasizes

the significance of experiencing reward. It suggests that an employee's performance is

based upon the individual factors such as personality, skills, knowledge, experience and

abilities. The theory supports this research regarding remuneration and productivity of the

Filipino workers in selected Chinese establishment. The more the employer paid the

salaries in a right time and right amount, and the manager sees the good productivity of

the worker, the worker receives a reward. The essence of giving compensation is to boost

the productivity of the worker.

Based on Equity Theory of human behavior in social exchange, wages should be

distributed so that the ratio between effort and wage are perceived as fair. (Arkerlof and

Yellen, 1990) their fair-wage hypothesis shows employees withdraw effort, thus becoming

less productive, as their wage becomes lower than the fair wage.

The Efficiency Wage Model Theory is the relationship between wage and

productivity. This model focuses on paying higher-the-market wages for firms, companies

or establishments that will increase the work effort of the employees. It anticipates that

workers can maximize their ability in taking account of wages, alternative income and

efforts, and all that contribute to the marginal product. It introduces reverse causality:

wages are being set to the productivity, setting a specific level of productivity in a world
 of with labor market institutions reducing "penalty associated with being fired". (Shapiro

and Stiglitz 1984:434)

RESEARCH PARADIGM

INPUT PROCESS OUTPUT

1.) Choosing 1.) Collecting of 1.) Monitoring of

selected Filipino data using the employees’
workers; questionnaires, performance,
a. Age surveys and productivity and
b. Gender interviews. their salary
c. Status within the year.
d. Education 2.) Improvement of
Attainment 2.) Getting the following
information from within the year;
2.) Selecting internet, books A. Job quality of
chosen Chinese and different the workers
establishments resources. B. Chinese
managers or
owners have
3.) Proposing followed the
actions and regulations
solution about wages
between low and giving the
remuneration salaries
and poor job transparently in
performance. simply giving
pay slip.
3.) Establishing a
relationship and
good
communication
between
Filipino workers
and Chinese
managers.
STATEMENT OF THE PROBLEM
This study enables to identify the correlation of salary on Flipino

performance in selected Chinese Small Enterprise Binondo, Manila. The researcher aim

to answer the following question:

1. What are the demographic profile of the respondents based on:

1.1 Gender

1.2 Age

1.3 Education Attainment

1.4 Status

2. How does the salary affects the worker’s type of job/work?

3 Is performance gets affected based on the work environment and compensation?

In terms of:

a.) Safetiness of the working environment

b.) Enough tools, equipments and resources

c.) Job satisfaction

4. What are the existing implementations of the enterprises that should be given

an attention or needed to enhance on improving the workers' performance?

5. What would be the effects on the relationship between the salary and workers'

performance? In terms of:

 a.) Job Satisfaction

b.) Relationship between the Employees and the Workers

HYPOTHESIS

Ho: There is no significance impact of salaries on employee performance in selected

Chinese small enterprise.

Ha: There is significance impact of salaries on employee performance in selected Chinese

small enterprise.

SIGNIFICANCE OF THE STUDY

This study will help people who wants to work under Chinese business to have a

little background on how Chinese business paid salaries.

For the workers under Chinese business, this study will help them to know the

proper compensation they should be getting and it would help them to have justice in their

difficulties under Chinese business.

For the Chinese businessman, this study will help them to realize the difficulties of

their workers regarding their salary. They can also use this as their guide on the proper

ways of giving compensation and how it can affect the worker’s performance in the

business.

For future researchers, this study will help as future references for the similar

studies in the future.

SCOPE AND DELIMITATION OF THE STUDY

The scope of this study has been focusing on the Filipino workers under the Filipino

workers under the Chinese businessmen on selected establishment in Binondo, Manila.

The researchers aim to gather data and information through questionnaires and survey.

The selected respondents are the workers on selected Chinese Establishments who are

able to participate in this survey.

DEFINITION OF TERMS

BUSINESS - the activity of making one's living or

making money by producing or buying

and selling products (such as goods and

services)

COMPENSATION - something good that acts as a balance

against something bad or undesirable

ECONOMIC - relating to the process or system by

which goods and services are produced,

sold, and bought

EMPLOYEE - a person who is hired to provide

services to a company on a regular basis

in exchange for compensation and who

does not provide these services as part

of an independent business.
INCENTIVES - a payment or concession to stimulate

greater output or investment.

INCOME - money received, especially on a regular

basis, for work or through investments.

IMPACT - this is the action or process of producing

effects on the actions, behavior, opinions

of another or others.

JOB SATISFACTION - a measure of workers' contentedness

with their job, whether or not they like the

job or individual aspects or facets of jobs,

such as nature of work or supervision

LABOR - work for which someone is paid

MONEY - is any item or verifiable record that is

generally accepted as payment for goods

and services and repayment of debts,

such as taxes, in a particular country or

socio-economic context.

ORGANIZATION - an organized body of people with a

particular purpose, especially a

business, society, association, etc.

PERFORMANCE - the accomplishment of a given task

measured against preset known

standards of accuracy, completeness,

cost and speed.

REMUNERATION - is the pay or other financial

compensation provided in exchange for

an employee's services performed

REWARD - to give money or another kind of

payment to (someone or something) for

something good that has been done

SALARY - a form of payment from an employer to

an employee, which may be specified in

an employment contract.

TENURE - the amount of time that a person holds

a job, office, or title

WAGE - monetary compensation paid by an

employer to an employee in exchange for

work done.

WORKER - a person who does a particular job to

earn money
PRODUCTIVITY - the quality, state, or fact of being able to

generate, create, enhance, or bring forth

goods and services:

 CHAPTER II

REVIEW OF RELATED LITERATURE

LOCAL LITERATURE

According to Usop, A., Kadtong, M., and Usop, A. (2013) in their study of The

Significant relationship between work performance and job satisfaction in the Philippines,

the age, highest educational attainments and length of service were significant to the job

satisfaction. Majority of the teachers in Cotabato City, Philippines ages 31-40 are

females. Many of them earned college degree and further master’s unit. Therefore, if they

are contented with their job, they will develop and maintain high level of performance.

Job satisfaction is only an achievement associated to skill match. Thus, graduates

whose jobs are closely related to their careers are the most satisfied. Hence, it constitutes

a type of reward that is intimately related with the possibility to make it good in use of the

knowledge developed during the schooling period. Garcia-Espejo and Ibañez (2008)

Salaries

As stated in the 1987 Philippine Constitution Section 3 Article IX-B the CSC it

mandated in establishing a career service that is created to be responsive to civil

concerns and needs to encourage a merit and rewards system that directly influences

workers’ performance, a genuine support for the agency’s national development goal and

morale in the public sector is important.

Executive Order No. 201, the salary schedule that is specifically for civilian

government personnel and the authorization of the granting of additional benefits was
modified. The increase in salary and enhance additional benefits armed on the pay adjust

and equality of compensation to all government personnel in accordance to the principle

of equal pay for work of equal value which is generally comparable to those in the private

sector. This was created to attract and retain competent, skilled, and civil servants who

played the most important task in the public sector.

On the report of Department of Labor and Employment National Wages and

Productivity Commission (2019) the current rate of wages for non-agriculture workers is

537.00 pesos in highest rate and 310.00 pesos for lowest rate while for agriculture

workers, 500.00 pesos for highest rate and 285.00 pesos in lowest rate.

It was concluded that education attained has a great impact to the salary of an

employee. As an assessment, most of the students who attained a higher degree of

education will most likely to expect a salary ranging from 16,000 - 20,000 and most likely

to stay in 1-3 years on their current job. (Fiesta, Dela Cruz, Demano, 2018)

Factors Affecting Performance

According to the study of Mison and Bernabe (2004), there are characteristics that

can affect the employee's performance such as age, sex, marital status and tenure. There

is a belief that when the employee's age is increasing the quality of work performance is

decline.

In the study of Employees’ perceptions of a family-responsive workplace and their

productivity by the People Management Association of the Philippines (PMAP) and

Investing in Women (2019), that family factors are important influencers in employees’
productivity because of the personal role of employees and their perception of the most

relevant policies and programs related to their families.

Garcia-Espejo and Ibañez (2006), observed differences in academic performance

depending on the types of matching. Academic performance turns out to be a factor that

can influence the probability of obtaining job at university level, but only in jobs with

specific contents requiring specific degrees. This indicates that attaining high academic

performance increases the possibility of finding a job that matches the chosen academic

field.

FOREIGN LITERATURE

Job Satisfaction

In his book, (Hoppock, 1935) defined job satisfaction as any combination of

psychological, physiological, and environmental circumstances which leads a person to

express satisfaction with their job. Similarly, Schultz (1982) stated that job satisfaction is

essentially the psychological disposition of people toward their work. It was suggested by

Locke (1969) that job satisfaction was a positive or pleasurable reaction resulting from

the appraisal of one’s job, job achievement, or job experiences. Lastly, Lofquist and Davis

(1991) defined job satisfaction as “an individual’s positive affective reaction” of the target

environment. Generally, job satisfaction implied a positive feeling of people and measures

their contentedness toward their jobs. It relates to what an employee gains as a result of

doing his/her job.

Labadia (2010) presented three reasons to clarify the importance of job

satisfaction. First, the organization can direct by humanitarian values which treat their
employees honorably and with respect. Second, organizations can take on a utilitarian

position in which employees’ behavior would be expected to influence organizational

operations according to the employees’ degree of job satisfaction/dissatisfaction. Third,

job satisfaction can be an indicator of organizational operations. Assessment of job

satisfaction might identify various levels of satisfaction among organizational departments

and, therefore, be helpful in pinning down areas in need of improvement.

Spector (1997) believed that each one of the reasons is validation enough of the

significance of job satisfaction and that the combination of the reasons provides an

understanding of the focus on job satisfaction.

Motivator

Human has become biggest asset inside a company for they have the skills and

abilities in achieving organizational goals. Moreover, it is very important for all companies

to manage their people within a planned and coherent framework which reflect the

business strategic. (CIPD,2010)

According to Singh. Y, K and Rawat, there were some process to be used to

develop an employees' abilities and to exploit their maximum potential. Such these

processes are performance appraisal, training, organization development, feedback and

counselling, career development, potential development, job rotation, and rewards.

Money is the foundation of everyone's lifestyle. People work for money to

sustained their needs and wants. Leonard (2018) believed that it doesn't matter what

class you fall into, most things revolve around money, which is why monetary rewards
are an effective motivator. When hiring new employees, one of the primary concerns is

how much the job pays, because people want to plan and budget their lives.

In contrast, "There is a lot of work that shows non-monetary incentives (e.g.,

recognition, respect, autonomy, etc.) can be powerful motivators of behaviors in the

workplace." The key is to understand you are dealing with human beings who work hard

not simply because of financial incentives, but because of a whole host of other

factors."(Malhotra, 2013)

Motivation is viewed as the amount of effort the salesman desire to expend on each

of the tasks associated with his job, such as planning sales presentations, and filling out

reports (Walker Jr, Churchill Jr, & Ford, 1977).

Salaries

According to human capital theory (Linares 2015) when employers plays a higher

value on educated workers and labor markets are competitive, it is perceived that more

educated workers will achieve higher wages. It means that wages do not immediately

respond to changes in individuals’ educational attainment, overtime they can seek higher

wages. Therefore, in a span course of working lives, a person’s wages would be expected

to be adjusted, in line with their level of educational attainment. Characteristics associated

with lower wages might include greater flexibility and resiliency in hours, location or travel

time, or some other characteristic that makes them choosing the job despite of the lower

wages.

The primary motivator of sales effort is the monetary reward and the pay packager

is the basic motivator whereas other financial incentives, such as bonuses, operate only
to induce effort over and above that produced by the basic plan in certain circumstances.

(Churchill Jr, Ford, Hartley, & Walker Jr, 1985)

 CHAPTER III

METHODOLOGY

RESEARCH METHODOLOGY

Data collection tools selected to analyze the relationship between the variables.

This research targeted the 10 respondents particularly the employees on the selected

Chinese small enterprise in Binondo, Manila. The aim is to identify if there are significant

relationship between the salary and employee’s performance. Questionnaire was used.

Ten questionnaires dispatched to these respondents. A total of 10 filled questionnaire

were receive which were used for data collection.

Pearson Correlation, Multiple Regression and line fit plot were used to test and

analyze the data collected from the respondents.

DESCRIPTION OF RESPONDENT

The respondents of the study include 10 employees on selected Chinese small

enterprise in Binondo, Manila who have been working on his or her job for at least one

year, wherein they are working on the Chinese owners of the establishment.

RESEARCH INSTRUMENT

After the pilot testing, the questionnaires were given directly to the chosen sample

for the study. 10 copies of questionnaires that was given out to the Filipino workers was

successfully completed. Percentage, Sample mean and standard deviations to describe

the profile of the respondents.

VALIDATION OF INSTRUMENT

Having validated the questionnaire, a pilot testing was carried out on the

instrument using 10 Filipino workers from different Chinese small enterprise in Binondo,

Manila. This was done in order to see:

• How the subject will react to the questionnaire;

• Whether the items are clear enough and easily understood;

• Whether there are some questions that they would not respond; and

• To determine the workability of the proposed method of data analysis for the

study.

DATA GATHERING PROCEDURE

Subsequently, this research study uses quantitative approach and survey

questionnaire to collect data and analyze numerical data in accordance to the result of

the survey. The questionnaire adopted measurement by Liao et. Al. (2012) which was

based on five likert scale, ranging from agree to strongly disagree.

The questionnaire is composed of three main section: profile and survey proper.

The profile contains the respondent’s demographic profile such as age, gender, civil

status, ranges of salary, the number of years they served on their job as well as their job

status and assign position. The survey questionnaire explored the job satisfaction rating

in terms of compensation and fringe benefits, working condition, equipment, interpersonal

relationship, motivation and satisfaction with present job using five-point likert scale in

connection to their responses.

 OPTION INTERPRETATION RANGE OF

SATISFACTION

1 Highly Dissatisfy 1.00-1.50

2 Dissatisfy 1.51-2.50

3 Neutral 2.50-3.50

4 Satisfy 3.50-4.50

5 Highly Satisfy 4.50-5.00

TABLE 1. Five-Point Likert Scale

DATA ANALYSIS

The statistical analysis that was used are pearson correlation, multiple regression

and line fit plot and it is automatically calculated by Microsoft Excel.

STATISTICAL TREATMENT OF DATA

To interpret the gathered data, the researchers will use the following:

1. Percentage, Sample mean and standard deviations to describe the profile of the

respondents.

2. Pearson Correlation to determine the relationship of their job satisfaction and

salaries.

3. Multiple Regression to determine if the hypothesis is accepted or rejected.

 4. Line Fit Plot to study the nature of the relation between work performance and

salaries

SUMMARY

The purpose of this survey design is to identify the differences between Filipinos

working in Chinese small enterprise and Filipino working in local companies. It is also

designed to determine whether the Filipino workers are receiving proper and fair

treatment in different Chinese small enterprise.

 CHAPTER V

SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATION

This chapter presents the summary of findings based on the statistical tests

performed, as well as the conclusions drawn and corresponding recommendations.

SUMMARY OF FINDINGS

After the gathered data has been analyzed, treated and interpreted, the significant

findings of this study were: majority of the respondents are females aged 40 to 45 years

old which indicates that most of the respondents has a family to feed. Most of them are

currently employed in different Chinese small enterprise who receive a salary of 10000

and below. Most of the respondents are high school graduates and some of them take

college but not able to finish it.

The study revealed that the overall assessment of the respondents response to

the correlation of the salary and work performance in selected Chinese small enterprise

in Binondo, Manila in terms of salary, job satisfaction, job characteristics and work

performance are verbally interpreted as “agree”.

The study showed that generally, in terms of range of salary, if the respondents

are grouped according to their sex and job position level, they have no significant

difference in their assessments, so the null hypothesis is accepted. On the other hand,

when the respondents are grouped according to their age, highest educational

attainment, nature of the current job, and current salary, the null hypothesis is rejected

because they significantly differ in their assessments.

 In terms of job satisfaction, when the respondents are grouped according to their

age, nature of the current job, and job position level, they did not differ significantly in their

assessments making the null hypothesis accepted. However, when the respondents are

grouped according to their sex, highest educational attainment, and current salary, the

null hypothesis is rejected because they significantly differ in their assessments.

In terms of job characteristics, if the respondents are grouped according to their

age, sex, nature of the current job, and job position level, they have no significant

difference in their assessments, so the null hypothesis is accepted. In contrast, when the

respondents are grouped according to their highest educational attainment, current

salary, and years in the job, the null hypothesis is rejected because they significantly differ

in their assessments.

In terms of work performance, if the respondents are grouped according to their

sex, nature of the current job and job position level, they did not differ significantly in their

assessments making the null hypothesis accepted. At the same time, when the

respondents are grouped according to their age, current salary, and highest educational

attainment, they have significant difference in their assessments, so the null hypothesis

is rejected.

This shows that the respondents significantly differ in majority when grouped

according to highest educational attainment and current salary.

CONCLUSION

Based on the results obtained by the researchers, the following conclusions were

derived:

Majority of the respondents are 40 years old and above and most of them have a

family that they need to feed. Majority of the respondents are undergraduates and it is

hard for them to find a job. It was determined that the respondents has most salary that

ranges from 10000 and below. It was also ascertained that the respondents job position

level are in experienced level and has a current salary of 10000 below and is working

more than a year in their current job.

Money is something that’s earned with great difficulty. hardworking and patient to

their workplace but sometimes, they are not satisfied in their job because of the unpaid

salaries and they are not getting their benefits. Most of the Filipinos are always working

overtime just to make more money. Filipinos especially those who experience great

poverty are ready to take risk to work in everywhere even experiencing unproper

treatment.

There was no significant difference with the respondent’s assessment when

grouped according to their job position level in terms of their range of salary, job

satisfaction, job characteristics, and work performance. Nevertheless, there were

significant differences with the respondent’s assessment when grouped according to their

highest educational attainment and current salary

This study aims to determine if the salary has significant effect on the worker’s

performance. Based on the results, there is significant relationship between the salary,
job satisfaction, job characteristics and worker’s performance. Therefore, the null

hypothesis is rejected since there is significant relationship between these variables.

RECOMMENDATIONS

The following recommendation that will help as described in the study:

1. Enterprises should ensure that salaries show a great deal of equity in such a

way that there is no human right problem among employees. They must highlight

the profitability of the companies profit.

2. The simplicity and effectiveness of payroll systems provide great advantages to

the small enterprise. These systems allow easy management of employees’

salaries, wages, taxes and other deductions.

3. The employers should focus more on the relationship with their employees. It

will help them to develop their productivity in the job. They should also focus on

the improvement of employees’ skills.

4. The Department of Labor and Employment (DOLE) should offer job fair to give

job opportunities. They should also have seminars to the employers to have human

resource development programs.

5. The employers should assess their company’s preparedness and maturity for

the new employees helps them in motivating employees to perform better. A series

of trainings must be considered to condition the organizational compliance of the

employees.
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